Deardorff, Michelle D.; Edwards, David; Kandah, Farah
University of Tennessee at Chattanooga
Place of Publication
In the most basic sense of the concept, Emotional Intelligence (EI) is the level of ability to identify, understand, assess, and control the emotions of oneself, others, and groups. It is a concept that has received popular acclaim over the past three decades since the term was first coined. Much of the growing literature on EI is in managerial and organizational behavior fields. The primary goal of much of this literature is to determine the extent to which EI can affect workplace outcomes. Suggestions that EI has a significant impact on workplace success have led to increased interest on how to effectively asses EI in individuals. In the following qualitative study, the role of EI in hiring processes is examined within nonprofit organizations. Qualitative interviews are utilized to explore the hiring process in nonprofit organizations. An in-depth review of the literature is provided and major conceptualizations of EI are explored. The present research suggests that despite the increasing popularity of the concept of EI in the business world, nonprofit leaders are unaware of the concept and its present hype. Regardless of their unawareness, some utility of the term is reflected within the hiring processes of those organizational leaders. This paper makes the case that the concept is particularly relevant to some types of nonprofit organization and suggests that nonprofit leaders learn more about it.
B. S.; An honors thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Bachelor of Science.
Emotional intelligence; Personnel management
Human Resources Management
Shubert, Monica, "Emotional intelligence in nonprofit hiring practices: a new criterion" (2014). Honors Theses.